A panel interview occurs when several people are interviewing one candidate at the same time. At this point, you may decide to conduct phone interviews of those twenty-five, which could narrow the in-person interviews to a more manageable ten or so people. For example, if you receive two hundred résumés and narrow these down to twenty-five, it is still unrealistic to interview twenty-five people in person. It can be used to determine salary requirements or other data that might automatically rule out giving someone a traditional interview. A telephone interview is often used to narrow the list of people receiving a traditional interview. It consists of the interviewer and the candidate, and a series of questions are asked and answered. This type of interview normally takes place in the office. Testing is discussed in Section 5.4.1 “Testing”. Keep in mind, though, that there will likely be other methods with which to evaluate a candidate’s potential, such as testing. Some jobs, for example, may necessitate only one interview, while another may necessitate a telephone interview and at least one or two traditional interviews. Interview processes can be time-consuming, so it makes sense to choose the right type of interview(s) for the individual job. For purposes of this section, we will assume that all interviews you perform will be structured, unless otherwise noted. This allows for a fair interview process, according to the US Office of Personnel Management 1. In a structured interview, the expected or desired answers are determined ahead of time, which allows the interviewer to rate responses as the candidate provides answers. While a structured interview might seem the best option to find out about a particular candidate, the bigger concern is that the interview revolves around the specific job for which the candidate is interviewing. In a structured interview, there is a set of standardized questions based on the job analysis, not on individual candidates’ résumés. In an unstructured interview, questions are changed to match the specific applicant for example, questions about the candidate’s background in relation to their résumé might be used. As a result, after candidates are selected, good use of time is critical to making sure the interview process allows for selection of the right candidate. Discuss interview methods and potential mistakes in interviewing candidates.Explain the various types of interviews and interview questions.
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